At RightSourcing, our team of experts in Legal, HR, Contractor Compliance Services, Immigration and Client Payroll Operations have shared their second edition Quarterly Regulatory Update Newsletter. Within this issue, RightSourcing’s knowledge and expertise regarding current regulatory topics are provided in full detail.

Our team of professionals covers a number of topics from Independent Contractor Compliance (ICC) to Employment Law, Immigration and Payroll. This issue discusses the following events and many more:

California’s Dynamex Case

Legislation to Watch

Immigration/Right to Work Updates

To learn more, fill out the form below to request a copy of the full report.

Regulatory Report Request

Complete the form and someone from our team will send you a full copy of the report

Name*

FirstLast

Email*

Phone

Company

To learn more about the results RightSourcing achieves by leveraging a purely vendor-neutral and integrated contingent workforce model, contact us at information@rightsourcingusa.com.
Disclaimer: The content in this blog post is for informational purposes only and cannot beconstrued as specific legal advice or as a substitute for legal advice. The blog post reflects theopinion of RightSourcing and is not to be construed as legal solutions and positions. Contact anattorney for specific advice and guidance for specific issues or questions.

]]>At RightSourcing, our team of experts in Legal, HR, Contractor Compliance Services, Immigration and Client Payroll Operations have shared their second edition Quarterly Regulatory Update Newsletter. Within this issue, RightSourcing’s knowledge and expertise regarding current regulatory topics are provided in full detail.

Our team of professionals covers a number of topics from Independent Contractor Compliance (ICC) to Employment Law, Immigration and Payroll. This issue discusses the following events and many more:

To learn more, fill out the form below to request a copy of the full report.

Regulatory Report Request

Complete the form and someone from our team will send you a full copy of the report

Name*

FirstLast

Email*

Phone

Company

To learn more about the results RightSourcing achieves by leveraging a purely vendor-neutral and integrated contingent workforce model, contact us at information@rightsourcingusa.com.

Disclaimer: The content in this blog post is for informational purposes only and cannot beconstrued as specific legal advice or as a substitute for legal advice. The blog post reflects theopinion of RightSourcing and is not to be construed as legal solutions and positions. Contact anattorney for specific advice and guidance for specific issues or questions.

On May 2, 2019—a year and two days after the California Supreme Court issued its landmark decision in Dynamex Operations West, Inc. v. Superior Court (Dynamex), adopting the stringent “ABC” test for purposes of determining employment status under the California wage orders—the Ninth Circuit Court of Appeals held the Dynamex decision applied retroactively.

The Ninth Circuit vacated the district court’s dismissal of their complaint on summary judgment and remanded the matter back to the lower court, holding, among other things, that Dynamex applied retroactively, and offering guidance to the district court on how to apply the ABC test. In analyzing whether Dynamex should be applied retroactively, the court found both that California law required it, and that doing so would not violate Jan-Pro’s due process rights. The court quoted prior California Supreme Court decisions holding that it is basic California legal tradition that judicial decisions are given retroactive effect. The Ninth Circuit agreed with plaintiffs’ argument that, in Dynamex, the California Supreme Court had denied a petition to modify the opinion to clarify that the decision applied only prospectively. The Ninth Circuit explained that, by denying the petition, the California Supreme Court had “strongly suggested” that the usual retroactive application should apply to its newly announced rule, which was an important data point to consider in light of California’s general tradition that judicial pronouncements have retroactive effect.

The ABC test presumptively considers all workers to be employees, and permits workers to be classified as independent contractors only if the hiring business demonstrates that the worker in question satisfies each of three conditions: a) that the worker is free from the control and direction of the hirer in connection with the performance of the work, both under the contract for the performance of the work and in fact; b) that the worker performs work that is outside the usual course of the hiring entity’s business; and c) that the worker is customarily engaged in an independently established trade, occupation, or business of the same nature as that involved in the work performed.

In this business model, Jan-Pro organized commercial cleaning franchises throughout the United States, and contracted with intermediary “master owners”—regional, third-party entities to whom it sold exclusive rights to use the “Jan-Pro” trademarked logo. Jan-Pro and the master owners were separate corporate entities with their own staff. The master owners, in turn, sold business plans to “unit franchisees,” who provided janitorial cleaning services to clients.

This communication is provided solely for informational purposes, and should not be considered legal or tax advice. It is always recommended to seek qualified legal counsel before taking action.

Accelerate Your Program Success by Increasing Your Understanding of the Leading Trends Impacting Contingent Workforce Management

The contingent workforce has shown steady growth over the last decade, and that trend shows no signs of slowing: 83 percent of business leaders expect the number of contractors they engage in 2020 to increase or stay the same. However, challenges in managing this workforce remain: Only 29 percent of respondents said their organizations track these ecosystem workers’ compliance with work contracts, and only 32 percent track their quality of work.

]]>At RightSourcing, our team of experts in Legal, HR, Contractor Compliance Services, Immigration and Client Payroll Operations have shared their first edition Quarterly Regulatory Update Newsletter. Within this issue, RightSourcing’s knowledge and expertise regarding current regulatory topics are provided in full detail.

Our team of professionals covers a number of topics from Independent Contractor Compliance (ICC) to Employment Law, Immigration and Payroll. This issue discusses the following events and many more:

California’s Dynamex Case — legislators signaled that the fallout over the California Supreme Court’s decision last year in Dynamex Operations West, Inc. v. Superior Court (Dynamex) will continue to be a prominent policy issue in California in the coming months.

Arizona Signs Memorandum of Understanding with United States Department of Labor

California Expands Protections Against Workplace Harassment

California Releases Updated Pay Statement Requirements

New York Scheduling, On-Call, & Call-In Rules Amendment Proposal

To learn more, fill out the form below to request a copy of the full report.

Regulatory Report Request

Complete the form and someone from our team will send you a full copy of the report

Name*

FirstLast

Email*

Phone

Company

To learn more about the results RightSourcing achieves by leveraging a purely vendor-neutral and integrated contingent workforce model, contact us at information@rightsourcingusa.com.

Disclaimer: The content in this blog post is for informational purposes only and cannot beconstrued as specific legal advice or as a substitute for legal advice. The blog post reflects theopinion of RightSourcing and is not to be construed as legal solutions and positions. Contact anattorney for specific advice and guidance for specific issues or questions.

]]>Overtime has become a necessary “evil” in healthcare staffing. Managers struggling to fill vacant positions or to cover unexpected absences or higher acuity will turn first to overtime shifts. Loyal team members and those looking to supplement their income will pick up the shifts.

However, overtime is not always welcomed by the staff and pressure from management to fill shifts has led to many states implementing mandatory overtime laws. The financial cost of overtime traditionally creates an over-budget state as leaders struggle to juggle the demands of patient care needs and cost.

In the 2018 Medscape RN/ LPN Compensation Report, 58% of nurses surveyed stated that they routinely worked overtime. Of these, 60%, worked 1 to 5 hours, 26% worked 6 to 10 hours and 15% worked greater than 10 hours per week. Overtime does solve the immediate staffing problem, but what are the non-financial implications and unintended consequences of this practice?

For the past three decades, researchers have documented the effects of nurse staffing on patient quality of care. The landmark research, published by Linda H. Aiken and colleagues, provided the baseline knowledge and background for numerous subsequent follow-up and validation studies. This research continues to add to the science of nurse staffing.

Most recently, Eunhee Cho and associates reported findings of a nurse perception study conducted in 65 hospitals in South Korea and published in the International Journal of Nursing Studies (2016). Over
one third of nurses who responded to this study reported that they routinely worked more than the scheduled twelve hour shift. Findings indicate that RN’s working overtime reported an 88% increase in failing or poor patient safety, a 45% increase in fair or poor quality of nursing care, and an 86% increase in care left undone as compared to those who did not work overtime.

Interestingly, a recent study published in the Journal of Nursing Administration (JONA) in May 2018 found that nurse-healthcare provider and nurse-physician collaboration suffered in nursing units with
longer overtime shifts and more nurses working overtime.

How does overtime affect the nurse or employee? A downstream effect of working overtime is chronic fatigue. Fatigue manifests as a state of impairment that reduces attention and reaction time, and leads to slower decision making and short term memory loss, which can then lead to error. Although the National Sleep Foundation recommends that adults sleep 7 to 9 hours per night, the effect of
working incidental overtime on the heels of a 12-hour shift will often result in an average of 5 to 6 hours of sleep between shifts. This loss of sleep can create significant sleep debt or chronic fatigue over time.

In addition to patient safety concerns, fatigue contributes to personal health risk for the individual and may lead to weight gain and obesity, type 2 diabetes, high blood pressure, digestive disorders and
heart disease.

A study published in the American Journal of Industrial Medicine in 2014 cited that working 61 to 70 hours per week increased the risk of coronary heart disease by 42% and working 71 to 80 hours led to a 63% increased risk. Other recent health-related studies found psychological distress in the form of depression, anxiety and not enough time to unwind to promote positive sleep patterns, higher
risk of stroke, and type 2 diabetes in women. Chronic levels of stress, coupled with a less-than-desirable work environment, promotes burnout, creating a vicious cycle of turnover and yet more opportunity for overtime.

The research continues. Each new study confirms the reality that overtime, as a first step, “go-to” scheduling solution has many side effects. Awareness of these unintended consequences and ongoing, strategic schedule management will minimize these outcomes.

RightSourcing Chief Clinical Officer, Terry McGoldrick has 40-plus years of experience in nursing, including over 30 years in nursing administration. Her tenure as CNO includes urban hospital, academic medical center, and for-profit national health system experience. Terry provides clinical consultation for staffing, scheduling, union contract compliance, IT implementations and budgeting projects.

]]>We’re excited to share that RightSourcing’s Wand VMS has been named a gold Best in Biz Awards winner in the “Most Innovative Product Feature of the Year – Enterprise/SMB” category. Best in Biz Awards is the only independent business awards program judged each year by prominent editors and reporters from top-tier publications in North America.

The 2018 judging panel recognized Wand VMS for its Total Talent Solutions offering, a groundbreaking extension of its Wand Discovery reporting and analytics platform. Total Talent Solutions provides healthcare organizations with total visibility into both contingent AND full-time resources across the entire organization. By importing specific types of “sanitized” full-time data and viewing it next to contingent data, managers can determine the best way to engage resources across all categories from a cost, quality and risk perspective.

Key areas in which Total Talent Solutions helps organizations include:

Enhanced Workforce Visibility and Compliance: Allows for global visibility to all workers (including full time-employees, agency-recruited workers, consultants, freelancers, etc.) across the hospital, helping ensure all workers are accounted for and compliant with any laws and/or policies.

Better Employee Retention: Enables healthcare organizations to pull in voluntary worker early termination data from internal and external sources. This provides a window into worker satisfaction and retention from both a contingent and full-time perspective.

Improved Worker Quality: Offers the ability to combine worker quality data with “type of engagement” data and rate data. Users can thus leverage Total Talent Solutions to gain information about how sourcing through different channels and at varying costs impacts the level of quality – and then make better future decisions about how to best manage these engagements

Each year, Best in Biz Awards’ entrants span the spectrum, from some of the most recognizable global brands to the most innovative local start-ups. The 8th annual program proved to be a particularly tough competition, garnering close to 700 entries from an impressive array of public and private companies of all sizes and from a variety of geographic regions and industries in the U.S. and Canada.

]]>https://www.rightsourcingusa.com/news-wand-vms-best-in-biz-awards-2018/feed/0[News] RightSourcing President Named to SIA “Global Power 150 – Women in Staffing” Listhttps://www.rightsourcingusa.com/news-rightsourcing-president-named-to-sia-global-power-150-women-in-staffing-list/
https://www.rightsourcingusa.com/news-rightsourcing-president-named-to-sia-global-power-150-women-in-staffing-list/#respondWed, 28 Nov 2018 13:43:13 +0000https://www.rightsourcingusa.com/?p=2507List Showcases Innovative Staffing Industry Leaders from Across the World RightSourcing, the leading national provider of vendor-neutral contingent workforce management solutions for the healthcare industry,... Read more »

]]>List Showcases Innovative Staffing Industry Leaders from Across the World

RightSourcing, the leading national provider of vendor-neutral contingent workforce management solutions for the healthcare industry, proudly announces that President and Co-Founder, Leanne Oatman, has been named to the Global Power 150 – Women in Staffing list by Staffing Industry Analysts (SIA).

In 2018, Oatman guided RightSourcing in successfully combining the nation’s most tenured MSP with Wand, its award-winning VMS — a move that provides users with a comprehensive workforce management solution.

“I have always been excited about – and driven by – innovative trends in the healthcare and staffing industry that allow clients to meet evolving challenges,” noted Oatman. “Every hospital system is facing their own unique challenges. One size, does not fit all. By working closely with our healthcare partners, we are able to understand their goals, and implement programs that are lock-step in alignment with achieving the results they need to continue to be successful.”

The list shines a spotlight on those whose accomplishments and contributions have not just elevated the industry but have helped to shape, define and influence the rapidly evolving world of work. From established players to up-and-coming executives, the women comprising this year’s list are succeeding in taking a $461 billion global industry forward.

“It continues to be essential that we recognize female leadership and call out the immensely important roles these women play in developing, driving and delivering solutions, work models and value for the industry. It is exciting to see the list grow this year to include more of the executives who are making things happen across the workforce solutions ecosystem,” said Subadhra Sriram, Editor & Publisher, Media Products at SIA.

Healthcare systems looking to learn more about the benefits of a purely vendor-neutral managed service provider are encouraged to contact RightSourcing for a free Workforce Analysis.